It may be time to work with an executive search firm.

Understanding retained search firms

As the war for talent rages on, internal human resources personnel search for recruitment solutions that facilitate the development of lasting talent pipelines. Many turn to retained search firms, as these organizations are known for pinpointing truly talented contributors with transformative executive experience. Even so, a good number of employers avoid such companies, believing they can effectively connect with world-class candidates sans external help. These outliers are often mistaken and find themselves struggling to attract strong hires for essential roles.

Does your business fall into the latter category? It may be time to work with an retained search firm. However, before you begin reaching out to prospective recruitment partners, you must first understand how these organizations work.

Developing partnerships
Many HR professionals believe retained search firms function like staffing agencies or contingency-based shops. This simply isn't true. Most strive to develop collaborative, long-term relationships with their clients and expect to be involved throughout the hiring process, according to the Society for Human Resource Management. Retained search firms help internal personnel develop hiring strategies and actively aid in executing them for years to come.

"Retained search firms strive to develop collaborative, long-term relationships with their clients."

Leveraging vast networks
Most talented business leaders already hold positions and are not actively looking for new opportunities. This, of course, poses problems for employers, most of whom target active job seekers. Retained recruitment firms provide the solution to this common conundrum, leveraging sector-specific connections to get in touch with professionals who aren't planning to leave but may be interested in exciting new roles, Inc. reported.  

With the rise of the gig economy and challenging executive retirement patterns, businesses will face more recruitment challenges as the year progresses. Retained search firms like YES Partners can help enterprises of all kinds survive the war for talent and hire the leaders they need.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

How can expansion-minded businesses ease this process and score high-level leaders overseas?

Are you prepared to expand internationally?

The global marketplace holds exciting opportunities for businesses eyeing overseas expansion. However, actually executing an international move requires serious company resources and help from internal and external personnel who can lay the groundwork for successful market entry. Recruitment is, of course, a serious concern, as stateside businesses must hire professionals in new international locations to effectively integrate into the local business community. How can expansion-minded businesses ease this process and score high-level leaders overseas?

Address differing cultural norms
Employees in different nations often adhere to unique cultural norms. Organizations looking to expand internationally must address these differences and develop methods for overcoming them, according to the Society for Human Resource Management. That may require offering additional training for internal HR staff or partnering with a global executive search firm that can make the proper introductions and give advice on navigating cultural roadblocks.

"Employees in different nations often adhere to unique cultural norms."

Work with local organizations
Businesses entering new markets overseas aren't simply opening up office space – they are integrating into entirely new business communities. Consequently, it's wise to make connections with the organizations that drive these groups. Besides reaching out to organizations like local chambers of commerce, working with a global executive search firm that can offer a lay of the land and target specific promising local talent is typically a safe bet to reach more qualified candidates.

Make offers in person
When it comes time to extend offers to the overseas executive leaders tasked with running the satellite site, stateside business leaders should make the trip and do it in-person. Why? This shows new overseas contributors that they are valued and have the support of their colleagues at the home office, according to Training Magazine. This minor move can set overseas operations up for future success, giving the staff there the confidence they need to break into the local market.

Headquarters staff need to demonstrate their commitment to the region or country. Additionally, once a search firm presents qualified candidates, the company itself is on the spot to reassure international executives about the future of operations in that country.

Is your organization on the cusp of international expansion? Contact YES Partners today. Our executive search consultants can locate talented executives anywhere in the world and help you navigate the process.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Third-party executive recruitment firms can take a load off internal human resources staff.

How executive search firms can help internal HR teams

Organizations weathering the war for talent most often depend on internal recruitment teams to pinpoint transformative contributors. This approach seems to make complete sense at face value. If you're competing in a narrowing job market, why trust outside parties with your hiring needs? In reality, the opposite is true. As talent pools continue to dry up, businesses should reach out to and connect with third-party executive recruitment firms that can take a load off internal human resources staff, according to the Society for Human Resource Management. How can these organizations help?

Partnerships at work
It can be difficult for HR teams to reach outside of the company and source prospective candidates, as other workforce management duties take precedence over recruitment efforts. Plus, traditional internal tactics often target active job seekers. In most cases, talented business leaders with real executive experience do not belong to this category and instead search passively through industry connections.

Executive recruitment firms have relationships with these individuals and can make the proper introductions, Inc. reported. This saves time and money, allowing internal HR teams to focus their energy and resources on other important people-management efforts.

"Talented business leaders search for new opportunities passively through industry connections."

An influx of new ideas
Company recruiters often search for talent within. While this approach does yield results, it can lead to organizational homogeneity, which can be problematic in an ever-changing modern marketplace. Third-party executive search firms, on the other hand, can leverage deep industry connections to identify business leaders with powerful new ideas, according to the Houston Chronicle. This method facilitates improved scalability and opens up new possibilities throughout the enterprise.

With these benefits in play, it may be time for your organization to link up with a top retained executive search firm. Contact YES Partners today. Our executive search consultants can help you find talented C-level staff.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.  

There is a way to quantify performance among C-level staff and ensure they are making the grade.

Are your C-level leaders making the grade?

Defining success in the C-suite is no easy task. Unlike shop floor personnel who generate tangible work products tied to quantifiable performance targets, chief executives provide top-down organization and vision, both of which are difficult to measure against overarching goals – even financial ones. Consequently, many enterprises continue to retain business leaders who miss the mark.

Luckily, there is a way to quantify performance among C-level staff and ensure they are making the grade. How? Check for these key skills:

Business management fundamentals
These days, many executive leaders leverage sector-specific expertise to rise to the top. While these knowledgeable professionals might grasp the inner-workings of the enterprise, they may be ill-equipped to lead it, according to Harvard Business Review. C-level staff should understand the basics of business.

Chief human resources officers must know how to coordinate succession planning and recruit to match market trends, while chief financial officers should be able to balance the books and optimize company financial resources. No amount of technical know-how can make up for these foundational executive competencies.

"Even the most seasoned and skilled C-level leaders cannot do it alone."

Flexibility and openness
The modern marketplace dictates that companies facilitate maximum scalability to address mercurial customer demands. Of course, this often begins and ends with the decision-makers occupying the corner offices, The Wall Street Journal reported. Effective business leaders display flexibility and a willingness to change course when conditions warrant such a shift. Feckless executives, on the other hand, cling to fruitless strategies to sate their egos.

Team-based tendencies
Even the most seasoned and skilled C-level leaders cannot do it alone. Transformative executives realize this and facilitate company-wide collaboration, according to Harvard Business Review. This promotes scalability and builds the groundwork for future success.

Do your C-level leaders lack the skills mentioned above? Connect with YES Partners today. Our executive search consultants have deep industry connections and can put you in contact with business leaders who have what it takes to move your organization forward.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Job boards rarely yield the RIGHT candidates.

Busting the job board myth

The U.S. job market is expected to improve over the next year as entrenched executives look for new opportunities, Time reported. With this trend in play, organizations across myriad sectors will surely ramp up recruitment strategies to bolster their C-suites. There's a good chance many may devote considerable time to managing online hiring processes, including posting to internal and external job boards. Unfortunately, these efforts will be all for naught. Why?

Passivity does not pay
Job boards and the like are passive recruitment tools. Human resources professionals post pre-written job descriptions, configure a few filters and wait for the applications to accumulate. Users regularly receive thousands of resumes per posting but few of these submissions come from qualified candidates, one recruiter told PBS News Hour. Top-flight professionals rarely peruse online portals. In fact, many do not actively search at all, as their day-to-day demands make it impossible. Consequently, the organizations that do succeed in netting these leaders take a more active approach and work with global executive search firms to make connections over the phone or in person.

"Organizations should take a more active recruitment approach and work with global executive search firms."

Online descriptions hamstring HR
Companies with extensive online recruitment strategies often believe job boards to be the perfect places for articulating key open positions. Most have accommodating character limits that allow users to put up targeted job descriptions aimed at only the best. However, this approach often backfires, as the few truly talented executives who peruse this content may deem themselves unqualified based on what they read, Fast Company reported. It's better to reach out to proven prospective hires directly, rather than rely on online application queues filled with candidates who judge themselves fit for a role based on an accompanying description.

As you navigate the hiring process, consider collaborating with an executive recruitment firm like YES Partners. Our executive search consultants can put you in touch with experienced C-level staff, allowing you to avoid online job boards altogether. 

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries. 

Stop waiting for the RIGHT applicants. Instead, actively pursue them using these strategies.

Are you still waiting for the RIGHT applicants?

Internal recruiters often find themselves screening unqualified candidates while their counterparts from competing firms attract truly transformative talent. Why? Self-sabotage. Some maintain laborious hiring processes that turn off potential hires and send them running elsewhere. Others simply use the wrong recruitment resources, relying on job boards and other passive tools that prove fruitless in the modern job market. Is your organization committing one or both of these hiring faux pas? It's probably time to make some changes. Stop waiting for the RIGHT applicants. Instead, actively pursue them using these strategies:

Know who to look for
Before you contact an executive search firm or post a want ad on your website, you need to carefully consider who you're looking for. Design a simple job description, along with a more exhaustive profile that outlines how one might succeed in the open role, Entrepreneur advised. This way, you can easily define success and map specific candidate qualities to that outcome.

"Stop waiting for the RIGHT applicants – actively pursue them instead."

Get an external partner
Many companies continue to use job boards and other online resources despite their flaws. These enterprises usually fall behind in the War for Talent, as qualified, experienced hires dodge the web and instead work with executive search consultants. With this in mind, consider partnering with a retained executive search firm. Such an organization can help you develop a long-lasting talent pipeline and connect you to the RIGHT applicants.

Offer respect and transparency
Finding qualified potential hires is only half the battle. You need to facilitate candidate-centric internal processes to close the deal and add new talent. This requires engineering respectful and transparent interviews and evaluations, according to Alison Green of "Ask a Manager" fame, writing in U.S. News & World Report. Lead likely C-level staff through accelerated screenings and leave them with a clear picture of where they stand.

Ready to attract the RIGHT applicants? Contact YES Partners today. Our talented executive search consultants can put you in touch with truly talented business leaders. 

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Do employee referral programs really help human resources personnel bring in the best and brightest?

Do employee referrals really work?

Organizations often leverage a variety of recruitment resources when it comes time to fill essential positions. An estimated 63 percent of companies turn to established employee referral programs, according to research from the talent tracking solutions provider iCIMS. These arrangements come with ostensible benefits for both businesses and employers – if they would work. But, do they really help human resources personnel bring in the best and brightest?

Addressing employee participation and fit
Employees at every level constantly come across top-down initiatives calling for their participation. Referral programs fall into this category, of course. Surprisingly, a large number of workers participate. In fact, almost 40 percent of American workers have recommended friends of family members for open positions. A percentage of these referral candidates go on to assume internal roles, according to a staffing survey referenced by the Society of Human Resource Management. The big question however is whether they really meet company expectations?

"Referral programs aren't the end-all and be-all."

The dangers of referral systems
Often overlooked dangers are when employees and managers refer relatives or former coworkers, the same way those future employees follow them into a company, the same way they will leave again for another company once those employees or managers change their company. The same principle applies also for contract recruiters.

While referral programs can obviously bolster your recruitment strategy overall, they aren't the end-all and be-all. Rather than trying to fill positions, companies should focus on finding the RIGHT candidates. You should supplement by working with an executive recruitment firm like YES Partners. Our executive search consultants can put you in touch with talented C-level leaders even your most connected employees cannot match.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Some organizations bring incompetent or destructive executives into the fold just to fill seats.

The REAL cost of a bad hire

Organizations with open positions in the executive suite often rush to fill them. This common compulsion makes perfect sense. How can a business function effectively without leadership? However, some bring incompetent or destructive executives into the fold just to fill seats. This haphazard recruitment methodology often depletes company resources and creates long-lasting internal discord.

Dollars out the door
Bad hires often carry immense monetary impact, according to one study from an online career site. American businesses throw away an average of at least $11,000 per bad hire. Researchers from the same organization also found that almost 30 percent of U.S. employers have wasted as much as $50,000 on a bad hire. Of course, this amount only increases as you move up the pay scale and deploy further recruitment assets to woo C-level staff.

"An estimated 75 percent of American businesses have hired ill-fitting employees."

Culture takes a hit
The impact of bad hires isn't confined to the accounting department. Bringing in the wrong employee can also degrade workplace culture and create long-term issues that can live on long after you've corrected your error in judgment, Entrepreneur reported. Incompetent hires can create division and resentment among high-performing internal team members. Toxic employees, on the other hand, may abuse their co-workers outright and leave once exceptional contributors emotionally drained and less productive. Don't forget the golden rule: Employees leave their boss, not their company.

An estimated 75 percent of American businesses have hired ill-fitting employees who wrought fiscal and cultural havoc on their workplaces. Chances are, your organization is part of this large group. Often internal recruiters are overworked and overloaded with "filling reqs." As such it comes down to numbers and as to how many reqs are open or have been filled.

If this is the case, consider partnering with a retained executive search firm such as YES Partners. Our recruitment consultants can connect you with candidates who not only have executive experience to move your company forward but, more importantly, fit within your existing internal culture. The focus here is not by filling an open position, but by filling an open position with the RIGHT candidates.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Here are a few common interview questions you should probably stop asking.

Interviewers: Stop asking these 3 questions

Interviewing candidates can be nerve-racking. Consequently, many human resources professionals rely on standardized queries to get them through rough spots. While some of these questions yield usable information, most add little to no value to the interaction. With this in mind, consider clearing out some of this conversational filler.

Not sure where to start? Here are a few common interview questions you should probably stop asking:

'What is your biggest weakness?'
Many interviewers trot out this question hoping for honest self-reflection. This rarely occurs, according to U.S. News and World Report. Instead, most candidates thrust HR representatives into the spin zone and launch into unhelpful diatribes about how they work too much.

"Most candidates thrust HR representatives into the spin zone when asked questions that call for self-reflection."

'Why do you want to work here?'
This question is normally used to assess motivation. However, all it really does is prompt potential employees to unfurl rehearsed flattery, according to the Society for Human Resource Management. In most cases, candidates are simply looking for new opportunities or more robust compensation. 

Additionally, this question typically applies to active candidates who applied on their own. Those who are not looking for or applying to jobs – prospective hires coming from search firms, for instance – are completely different to begin with. These candidates need to be actively courted for the opening and, as a result, may find this particular question insulting.

'Where do you see yourself years down the line?'
Employers ask this question to gauge commitment. In reality, this is an unfair ask, as few organizations can say, with certainty, that candidates will have long-term job security once they come aboard, Forbes contributor and former HR executive Liz Ryan explained.

Now that you've cleaned up your candidate questionnaire, it's time bring in the talent. An executive search firm like YES Partners can help. You can partner with our seasoned executive search consultants to source world-class business leaders with bona fide executive experience and robust technical skill sets.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

To win the War for Talent, you must abandon traditional recruitment strategies for more modern techniques designed to engage today's top-tier personnel.

How to win the War for Talent

Currently, many businesses are locked in what recruitment experts call the "War for Talent." This phenomenon, a symptom of decreasing unemployment levels and globalization, forces internal human resources personnel to fight tooth and nail to compete for a limited number of qualified candidates. Often, this means abandoning traditional recruitment strategies for more modern techniques designed to engage today's top-tier personnel. If your organization has yet to adopt such hiring strategies, you must move quickly to make changes, as the War for Talent may never subside, according to Fast Company. The indications are that this war for qualified folks will intensify in in 2017!

Focus on benefits
Last year, the Society for Human Resource Management asked almost 800 recruitment professionals in the U.S. how they had changed their approach to account for increased competition. Approximately 95 percent of respondents said they started by bolstering their benefits packages with new health care incentives. Additionally, more than half introduced flexible work options to entice candidates looking for better work-life balance. It would be in your best interest to consider similar changes, as benefits have reached peak importance among potential hires.

"Streamline the search and screening phases to get the RIGHT people in the door."

Speed up the process
We've touched on this idea before but it bears repeating: To compete in the modern job market, you must facilitate an effective yet swift hiring process. First, streamline the search and screening phases to get the RIGHT people in the door. How? Work with a retained executive search firm that can help you pinpoint the most qualified candidates. When it comes time to make an offer, do so with urgency, recruiter Robin Reshwan advised in an article for U.S. News & World Report. You don't want transformative leaders with real executive experience moving on because you took too long to respond.

Beyond this, keep in mind that there is more to it than waiting and hoping for the RIGHT candidates or simply approaching talent on social networks. Global executive search firms, by nature, have deep industry connections and work with prospective hires who not only understand the hiring process but also specify ahead of time the kinds of organizations they want to work for.

Ready to achieve victory in the War for Talent? Contact YES Partners today. Our executive search consultants can connect you with truly talented business leaders.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

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